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How many of you respond with "I have a meeting" each time an intern approaches you?
You'll know ones who actively want to learn and take initiative and the entitled ones. Interact with the former ignore the latter. Will make life easier, as a bonus once trained, will help with your work load.
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One can only educate juniors who want to be educated, and not juniors who come thinking they are already plenty educated in Law Schools.
100% agreed with the above. Just hire adequate amount of people rather than dumping work on the few resources.
That would make your recruiters the bigger clowns.
Please help me understand who agrees to such absurd deadlines? Why cant the partners straight up set realistic deadlines in first place? It'll make legal profession a lot less toxic
could you please elaborate? as a campus hire who is set to join next year, i'd be very grateful for some tips to avoid this struggle
The thing is that campus hires a lot of times lack organizational skills.
I understand as leaving office at 8 PM is quite early and they should stay till 10 PM at least. BTW, at what time do you leave the office Mx Senior?
True. Even the two NLUD hires in my team are absolutely worthless.
The partners and HR make the mistake of hiring pretentious and faked up stories to hire from campuses while not taking up people who actually interned (in some cases, completed their callbacks) for their firm.
Hiring only through ppos should be mandatory foe certain areas like capital markets, B&F etc. These freshers join any practice area just for the sake of getting employed and then complain that it doesn't captivate their interest. They are at fault
Sorry to say but you'll have to deal with the clown the recruiters select.
Grades don't define anyone and nowadays everybody has inflated grades without any desire to put in the hours tbvh. Experienced laterals and PPO hiring trends should be preferred over campus.
Not from an NLU. Please respond to this post on what the associates/senior associates/Partners at law firms are looking for once you have an internship position? And once you are an A0?

What is the jump in responsibilities like? What do you look for in your A0s?
oh and it doesnt matter that PPO is largely based on luck as in based on the team, HR and the people in the team? I have seen teams which rarely give work and team in which bootlicking gets you PPO. how is that a metric or determinant?
I agree. Placement in random teams based only on rank or GD doesn't make sense. PPO kids are better because they have already worked with the team and atleast know the basics of the area.
Why do these nlu A0 campus hires act so entitled. It's a task to train them. I think firms should gove preference to hiring through ppo's only